Job description: design according to GOST (sample). Basic requirements for the design of the job description Numbering of job descriptions in case of changes

In the text part of the extract, you must indicate the name of the document, for example: "Extract from the job description" indicating the name of the specific position. In addition, it is necessary to indicate the date of issue of the extract and mention that the original of the requested document is kept at the enterprise. As a rule, the execution of extracts from job descriptions is regulated by the local regulatory act of the employer - methodological instructions or instructions for office work. Examples of design of job descriptions Below is a sample of the design of a job description and shows the location of the details of this document for the general case. The text content of the sample fields is presented in the table. Attribute field number Text content of the attribute field 1 Designed to indicate the full name of the enterprise - the developer of the instruction 2 Location of the approval stamp.

Methodological development on the topic: office work in dow

Unified system of organizational and administrative documentation. Requirements for paperwork”, it contains a list of required details. Please note: GOST R 6.30-2003 will be valid until June 30, 2018, GOST R 7.0.97-2016 will be put into effect instead.

One more document can be mentioned, which, although not a standard, will help formulate the requirements and semantic content of a particular job description. This is the Unified Qualification Handbook, which contains a list of positions of managers, specialists and other employees, approved by the Decree of the Ministry of Labor of the Russian Federation of July 21, 1998 No.
№37.

E-education in the Republic of Tatarstan

Tariff and qualification characteristics for the positions of employees of individual industries; ¾ what the employee should know - at the discretion of the manager, the following points can be formulated: a short list of general knowledge requirements in accordance with the typical qualification characteristics of the specialty, a typical list of knowledge necessary to fill positions, a specific list of knowledge and skills necessary to fill a position in a particular structural unit at a particular workplace. 4. Section of positions of the instruction "Functions" 4.1. The "Functions" section lists the main areas of the employee's activities in accordance with the areas or one area of ​​activity of the structural unit.
4.2.

The wording of the functions clearly reflects the contribution of the employee to the achievement of the main tasks assigned to the structural unit; it is indicated which functions the employee performs independently, and in which he participates. 5. Section of the job description "Job Responsibilities" 5.1.

The section "Responsibilities" includes a listing of works, operations and technologies that are performed by the employee on a daily basis or with a general frequency. 5.2. Job responsibilities are combined into homogeneous groups in accordance with the functions of the employee, at the beginning of the text the job responsibilities that the employee performs independently are listed, and at the end - those that are performed in cooperation with other employees.
5.3. The regulation of the employee's official duties in the text is set out in the sequence corresponding to the implementation of general management goals by him. 6.

Drawing up job descriptions in a preschool institution

Attention

But in OKUD - the all-Russian classifier of management documentation, they are mentioned among documents belonging to the class of organizational and administrative ones. This class is intended for organizational and regulatory regulation of the enterprise.

Thus, the job description is one of the most important regulatory documents that regulate and regulate the labor function determined by a specific position. The execution of a job description, although not a mandatory requirement established at the level of law, as practice shows, is necessary for both the employer and the employee. Both can refer to the job description as a regulatory document in case of conflict situations and labor disputes.

Rules for the design of job descriptions

Important

The originals of job descriptions are stored, as a rule, in the personnel department. Their storage is regulated by an internal regulatory act that establishes the procedure for conducting office work in the organization.

For familiarization, the employee with whom the employment contract is concluded is issued a certified copy of the document. The same copies are kept by the heads of departments, who issue them to employees if they need to clarify their labor function.
Job descriptions come into effect from the moment of approval, unless otherwise specified in their text. The document does not lose legal force until the new job description is put into effect. After the employee has put a signature certifying the fact that he has read the instruction, its requirements become mandatory for him.
Submits to the head of the preschool educational institution and the supply manager. 1.3. Appointment, transfer and dismissal are made by the head of the preschool educational institution. 1.4. In his work, the junior educator is guided by: - ​​the Charter of the preschool educational institution; - decisions of the Council of Teachers; — guiding and regulatory documents on the issues of the work performed; - employment contracts; - internal labor regulations; - orders, instructions of the head of the preschool educational institution; - this job description. 1.5. The junior educator should know: - sanitary and epidemiological rules; rules of sanitation and hygiene for the maintenance of premises; — UN Convention on the Rights of the Child; — bases of pedagogy, psychology, age physiology and hygiene; - daily routine of the preschool educational institution; - actions in extreme situations that threaten the life and health of children and adults; - internal labor regulations.

How to number job descriptions in MDO

REGULATIONS on the development of job descriptions in the MDOU "Kindergarten" Teremok "of the village of Ust-Kurdyum, Saratov district, Saratov region" 1. General provisions 1.1. The job description is the main organizational and legal document that defines the tasks, basic rights, duties and responsibilities of an official (employee) in the exercise of his labor activity in accordance with his position. 1.2. Job descriptions are developed for the following purposes: 1. rational division of labor; 2. improving the efficiency of managerial work; 3. creation of an organizational and legal basis for the labor activity of employees; 4. regulation of the relationship between the employee and the employer; 5.

Office work is present in every organization, in every enterprise, regardless of its organizational and legal form, nature and activities, if only because any activity must be documented. One of the important documents in the activities of institutions, organizations and enterprises is the job description.

If you give a definition of this concept, it should be noted that there are many of them. However, the meaning of the document does not change. In my opinion, the characteristics below reflect the essence of the concept to a greater extent and determine its significant place in the institution's documentation system. A job description is an organizational and legal document that defines the main functions, duties, rights and responsibilities of an employee of an organization in the exercise of his activities in a certain position.
For gross violation of labor duties, dismissal may be applied as a disciplinary punishment. - For violation of the rules of fire safety, labor protection, sanitary and hygienic requirements for organizing the life of pupils in a preschool institution, a cleaning worker is brought to administrative responsibility in the manner and in the cases provided for by the administrative legislation of the Russian Federation. - For the guilty infliction of damage to the preschool educational institution in connection with the performance or non-performance of their official duties and is liable in the manner and within the limits established by the labor and civil legislation of the Russian Federation; 5.2. For the use, including a single one, of methods of education related to psychological and physical violence against the personality of pupils.

In an ideal world, the best efforts of department heads are thrown into the development of labor protection instructions. But what if you have to draw up labor protection instructions, and you don’t know where to start?

Requires a certain minimum of knowledge for its correct compilation:

• Instruction on labor protection (hereinafter IOT) is a local regulatory act that establishes the basic requirements for the safe performance of work, on the basis of which briefings on labor protection are carried out at the workplace. The requirements of the IOT are mandatory for employees, non-compliance with the IOT is a violation of labor discipline.
• You can read about labor protection instructions in the Decree of the Ministry of Labor of the Russian Federation dated November 17, 2002 No. 80 “On Approval of Methodological Recommendations for the Development of State Regulatory Requirements for Labor Protection”.
• IOT are compiled based on the position, profession of the employee OR type of work performed.
• Before the development of IOT, the List of professions and types of work for which these IOT are being developed must be drawn up and approved by the employer.
• As a basis for our IOT, we take standard industry or inter-industry instructions, add the requirements of inter-industry or industry rules on labor protection, passports and equipment operation manuals, and the requirements of technological documentation of our organization.
• IOT should not contradict the state regulatory requirements for labor protection.

And now in more detail about some points.

Work on IOT, in any case, begins with the study of:

1. staffing
2. the documents listed in paragraph 5,
3. technological process - in order to understand the sequence of operations, to identify potential hazards that may arise when performing these operations,
4. safe methods and techniques of work and design features of equipment, protective equipment - to determine at what stage of the technological process an employee can make a mistake, for example, go into a danger zone, not apply the required protective equipment,
5. materials of accidents that have occurred before - to identify potential hazards, to prevent repetition of errors.

Regarding the compilation of the List of professions and types of work. Our task at this stage is to determine according to the staffing table for whom, we will draw up an IOT based on his position, profession, and for whom based on the work performed. How, for example, you can act here: we study industry and intersectoral typical IOT and highlight for which of our positions, specialties (according to the staffing table) and types of work performed in our organization, they exist.
You also need to understand that for office workers (secretary, accountant, customer service specialist, etc.), there is no need to draw up an IOT, leaving their position. Since the IOT for this category of workers will be exactly the same, it is reasonable to draw up an IOT based on the type of work performed (IOT when working on a personal computer, IOT when working with office equipment, IOT for employees with a traveling nature of work, etc.).

For those workers that you have included in the List of Occupations and Positions of Workers Exempted from Initial Instruction at the Workplace, it is also better to have IOT in which they can be instructed. You can, for example, draw up a general IOT for company employees.
If some equipment, a tool is used and operated by workers of different specialties, then it is quite logical to draw up a separate instruction for this equipment or tool (IOT when working on a grinding machine, IOT when working with ladders, ladders, IOT when working with hand tools, IOT when working with power tools).
We decided on the List, approved it from the head. Getting started .
The principle of construction of all IOT is the same. Your IOT should contain the following sections:

If you wish, you can make an introduction to the main content, which will provide links to the regulatory documents used in the development of the IET, for example:
“This Instruction has been developed on the basis of the requirements of Art. 212 of the Labor Code of the Russian Federation, Decree of the Ministry of Labor and Social Development of the Russian Federation and the Ministry of Education of the Russian Federation "On approval of the procedure for training in labor protection and testing knowledge of the labor protection requirements of employees of the organization" No. 1/29 dated 13.01.03, GOST 12.0.004-90 SSBT “Organization of labor safety training. General Provisions”, in accordance with the Intersectoral Rules for Labor Protection during Loading and Unloading and Placement of Goods (POT R M-007-98), Standard Instruction for Labor Protection for Workers Performing Loading and Unloading and Warehouse Works (TI R M- 001-2000)"

To register the familiarization of employees with the instructions, the IOT may contain a familiarization sheet, which indicates the date, full name, position of the employee who studied the IOT.
Do not be afraid to supplement the provisions of the IOT with explanatory drawings, photographs, these additions will only facilitate the understanding and assimilation of the IOT by employees. As annexes to the IOT, for example, you can draw up a table of safety signs used in a particular area or cargo slinging schemes.

The sequence of presentation of requirements in the IOT must correspond to the sequence of the technological process. At the same time, the IOT should contain only those safety requirements that relate to the type of work performed or to the position, profession of the employee for whom this IOT is intended.

Do not load the IOT with general phrases. Phrases should be clear, sentences should be short. At the same time, if the safety of work performance depends on the knowledge of certain standards (for example, the maximum norm for carrying cargo, the permissible height of storage of various cargoes, etc.), then the norms are reflected in the IOT in the required volume.
The paragraphs of the IOT sections are numbered in Arabic numerals, that is, the paragraphs of section 1. The general safety requirements will be numbered: 1.1, 1.2, 1.3, 1.4, etc.

With regards to the design. If your organization does not have certain requirements for local documentation, then when applying for an IOT, you can be guided by the Methodological recommendations for the development of state regulatory requirements for labor protection, approved by the Decree of the Ministry of Labor of Russia of December 17, 2002 No. 80. The instructions should be numbered as follows: IOT-001 -2014, where 001 is the number assigned to the instruction, 2014 is the year of approval.

An example of the design of the title page of an instruction on labor protection is Appendix No. 8 to the Methodological recommendations for the development of state regulatory requirements for labor protection, approved by Decree of the Ministry of Labor of Russia dated December 17, 2002 No. 80.

The title page states:

• name of company,
• date of approval, signature, transcript of the signature and position of the approver of the IOT,
• date of approval, signature and decoding of the signature and position of the approver,
• name and number of IOT.

The reverse side is usually endorsed by developers and other interested parties.

And finally, know that IOT are put into effect from the day they are approved by the order of the head. Each organization must have a list of existing IOTs approved by the employer. Approved IOT are registered in the register of labor protection instructions, the issuance of IOT is recorded in the register of the issuance of labor protection instructions for employees. Forms of journals - appendices No. 9, 10 to the Methodological recommendations for the development of state regulatory requirements for labor protection, approved by the Decree of the Ministry of Labor of Russia dated December 17, 2002 No. 80.

"Personnel issue", 2012, N 8

JOB INSTRUCTIONS: NUANCES OF DESIGN

In accordance with the All-Russian classifier of management documentation (OKUD OK 011-93), job descriptions are assigned to the group of documents of organizational and regulatory regulation of the enterprise. They are part of a unified system of organizational and administrative documentation, i.e. a set of documents that fixes the issues of management, interaction, support and regulation of the activities of individual officials or categories of officials.

Modern office work defines the job description as a written organizational and regulatory document that clearly regulates the issues of management, interaction, reporting, ensuring and regulating the activities of a particular official of the enterprise and establishing the procedure for the use by these persons in their activities of both the provisions of the relevant legislative acts and the internal regulations of the enterprise (orders, instructions, etc.).

Properly developed, coordinated job descriptions provide:

Rational division of labor between employees of the enterprise;

Uniform "loading" of workers;

Optimal distribution of work (tasks, instructions) between employees, taking into account the qualifications of the latter and depending on their complexity;

Possibility of timely and effective control of employees;

Understanding by employees of their responsibility for specific duties.

In addition, the presence of a job description significantly accelerates the training of newly hired employees, as well as employees of the enterprise transferred to new positions.

A very important characteristic feature of the job description is its close relationship with documents related to other groups of documentation - in particular, with an employment contract, as well as with documents on the execution of disciplinary sanctions. An employment contract may itself contain the main provisions of the job description, and many managers are content with just this document. However, if in the employment contract, when describing the duties of the employee, there is a reference to the fact that he can be entrusted not only with the duties expressly specified in the contract, but also with others referred to his competence by the job description and other local regulations, in this case, the presence of an official instructions in the enterprise documentation system are a must. In the case of labor disputes (both resolved within the enterprise and in court), when determining the degree of guilt in committing a disciplinary offense, among other things, as a rule, it is taken into account how completely and accurately the employee complied with the relevant provisions of the job description.

The job description, being a local normative act of the enterprise, implies the existence of specific requirements for the content, structure, presentation style and design. The most important requirements for the content of the job description are clarity, information capacity and persuasiveness. At the same time, the clarity of the content is achieved by its extremely precise formulation of both individual sentences and the entire text as a whole. The information capacity of the content is ensured by including sentences in the text that combine the minimum number of vocabulary units with the maximum semantic load. As for the persuasiveness of the content, the fulfillment of this requirement in relation to the job description depends primarily on how consistently its semantic components are located in the text and how logically the construction of the entire text of the document looks.

As a basis for preparing the content of the draft job description, it is recommended to use the relevant provisions of the Qualification Handbook of Employee Positions, adapting them to the specific operating conditions of the enterprise and the relevant structural unit.

There are also generally accepted formats for job descriptions. In the general case, the job description should cover the following issues related to the employee’s activities as concisely, unambiguously and clearly as possible:

The name of the position and its place in the organizational structure of the enterprise;

Tasks assigned to the employee;

The status of the employee, the procedure for his appointment to the position and dismissal from the position;

Basic qualification requirements for an employee;

Basic requirements for an employee in relation to special knowledge, provisions of legislative and other regulatory legal acts, etc.;

Labor functions assigned to the employee;

Types of work or operations performed by the employee within the framework of the functions assigned to him;

Basic requirements for labor protection, the observance of which is mandatory for the employee;

The powers of the employee, their brief description;

The relationship of the employee with other officials of the enterprise;

Measures of responsibility, the application of which is provided for in relation to the employee in connection with the failure to perform or improper performance of his labor functions;

The procedure for making changes and additions to the job description.

Preparation of job descriptions

The composition of the details of the job description in accordance with the requirements of Sec. 2 GOST includes:

Name of the document type;

date of the document;

Registration number of the document;

Place of compilation or publication of the document;

Document approval stamp;

Title to the text;

Document text;

A mark on the presence of the application;

Signature;

Document approval stamp;

Visa document approval;

A mark on the certification of a copy of the document;

A note about the performer;

ID of the electronic copy of the document.

The name of the organization - the author (developer) of the document must be indicated in full, in strict accordance with the name fixed in its constituent documents. Let us clarify that the names of organizations that are under the jurisdiction of the constituent entities of the Russian Federation, which, along with the state language of the Russian Federation (Russian), have their own state language, must be indicated in both languages.

Directly above the full name of the organization-author (developer), the abbreviated or, in the absence of such, the full name of the higher organization (governing body (authority)) (if any) is indicated. The abbreviated name of the organization-author (developer) is indicated in cases where it is enshrined in its constituent documents.

The name of a separate structural unit of the organization - a branch, a territorial office, a representative office, etc. - is indicated if it is the author (developer) of the document.

The name of the type of document must correspond to the types of documents provided for by OKUD (class 0200000 - "Organizational and administrative documentation"). The job description code as an element of organizational and administrative documentation is 0253051.

The name of the type of document is located one or two lines below the last line of the "Name of organization" variable. To display the name of the type of document, a font in bold and (or) capital style can be used: JOB INSTRUCTIONS (JOB INSTRUCTIONS).

The date of the document is a requisite in which the time of approval, signing, etc. of the document is recorded. In the case we are considering, this is the date of approval of the job description (see below for the approval of the document and the corresponding details). The date of the document is indicated immediately after its approval by an official with the appropriate authority. The date of the document is located one or two lines below the requisite "Name of the type of document", taking into account the type of form on which the job description is issued.

The registration number of the document is the number assigned to it in accordance with the rules for registering documents in the organization. Let us clarify that the registration number of the job description, in addition to the serial number assigned to the document as part of the functional subgroup (the subgroup of instructions as part of the organizational and regulatory documentation group), may also include other conventional digital designations, such as: case index (in which it is supposed to store the control a copy of the job description) according to the nomenclature of affairs of the organization, the symbolic symbol of the name of the type of document, information about the document executor, etc. The registration number of the document is supplemented by the symbol of the number "N" and is indicated on the same line with the requisite "Date of the document" (to the right of the last one) immediately after approval of the draft job description - with receipt for registration, taking into account the type of form on which the job description is drawn up.

The place where the document was drawn up is indicated if it is not possible to determine it by the "Name of the organization" variable - for example, if the name of the organization does not contain the relevant information. On the contrary, from the name "Non-state educational institution "Tver Center for Children's Creativity" it follows that the place of preparation of the job description is the city of Tver, and, therefore, in this case there is no need to use this requisite when processing the document.

The place of preparation or publication of the job description is indicated in accordance with the accepted system of administrative-territorial division, while for legal entities the place of preparation of the document, as a rule, is its location, determined by the place of state registration (at the so-called legal address) of the organization. The names of settlements indicated as the place of preparation of the job description, if necessary, can be supplemented by generally accepted abbreviations.

The approval stamp of a document is a requisite that gives a normative or legal character to its content. In general, the stamp of approval of the job description includes: the word I APPROVE (in capital letters, without quotes), the title of the position of the person authorized to approve the job description, the signature and decoding of the signature (initials, surname, and also the date of approval, drawn up in accordance with the above rules, but more often in a verbal-numerical way). With regard to job descriptions, the use of such an approach is justified if it is necessary to simultaneously put into effect more than one job description. In addition, the orders of higher organizations (management bodies (authorities)) may approve the job descriptions of the first persons (heads) of organizations holding a subordinate position in relation to these organizations (bodies).

The document approval stamp is located in the upper right corner of the front side of the first (title) page of the job description.

The title to the text should briefly and accurately reflect the content and functional purpose of the document. The title to the text of the job description must be consistent with the title of the document and is usually formulated in the genitive case (for example, "accountant's job description").

The heading to the text is located one or two lines below the requisite "Place of the document". When placing the details, the type of form on which the document was executed is taken into account.

The text of the job description contains the main semantic content of the document. In accordance with the legislation of the Russian Federation and the constituent entities of the Russian Federation, the text of the job description may be drawn up in the state language of the Russian Federation or in the state languages ​​of the constituent entities of the Russian Federation.

As noted earlier, for a job description, the most typical presentation of its main semantic content is in the form of a coherent text, which is grammatically and logically consistent information about the powers, relationships and responsibilities of the corresponding official (category of employees). When including tables in the text of the job description, you should:

Provide columns and rows of the table with headings expressed by nouns in the nominative case;

Match the subheadings of columns and rows in the table with headings.

The main elements of the structure of the text of the job description - sections - must have names and numbering made in Roman numerals. To display the titles of the sections, the font in capital style can be used: GENERAL PROVISIONS. Dots are not used at the end of headings.

Paragraphs and subparagraphs do not have names and are numbered in the corresponding sections with Arabic numerals.

If the job description is developed on the basis of (in pursuance of) documents (for example, organizational and administrative) of other organizations (management bodies (authorities)) or previously issued documents (for example, a standard job description), then this should be mentioned in the text.

The text of the job description is located one or two lines below the last line of the "Title to the text" attribute, justified. When the text of the job description is located on two or more pages, the latter, with the exception of the title (first), are numbered. The pages of the document are numbered in ascending order in Arabic numerals. Page numbers are indicated in the middle of the top margin. Dots after the numbers indicating page numbers are not put.

The mark on the presence of an application is used when drawing up a job description in the following two cases:

1. The job description, which performs the function of the main document, has an application (applications). If the application (applications) to the document is mentioned in the text of the job description, then the mark of the presence of the application is made one or two lines below the last line of the "Text" attribute, for example, as follows: "Application: 3 sheets. in 1 copy. ".

If the job description has an appendix that is not mentioned in the text, then a note of its presence is drawn up as follows: "Appendix: a schedule for bypassing and inspecting a protected facility for 1 sheet in 1 copy."

A note about the presence of an application, which, in turn, has an application, is drawn up as follows: "Application: a schedule for bypassing and inspecting a protected object and an application to it, only 2 sheets."

We also note that the applications in the document must be signed by the executors (developers) of the applications or their immediate superiors (heads of the structural units in which certain applications were developed). The signature (signatures) under the application is drawn up in accordance with the rules provided for the registration of the "Signature" requisite (see below).

2. The job description is an annex to another document, for example, an organizational and administrative (order), in accordance with which it is approved and (or) put into effect. In this case, the corresponding mark is located in the upper right corner of the title page of the job description.

The mark includes the word "Application", separated from it by a space, the sign "N", supplemented through a space with an Arabic numeral indicating the serial number of the application, the name of the type of document to which the job description is attached, its date and registration number.

To display the mark, as provided by GOST, a font in capital style can be used: APPENDIX. It is allowed to center this word, as well as the name of the document, its date and registration number relative to the longest line of the attribute within the zone of its location.

Signature - the details of the document, which is a duly executed handwritten signature of an authorized official. The elements of this requisite, in addition to the handwritten signature (personal signature), are: the name of the position of the person who signed the document (full if the document is not issued on a letterhead, and abbreviated on a document drawn up on the corresponding form), as well as a transcript of the signature, including initials and surname the person who signed the document.

The signature is located one or two lines below the last line of the attribute "Mark of the presence of the application."

Document approval stamp - a requisite expressing the consent of an organization that is not the author of the document with the contents of the latter. This attribute is used only in cases where the draft job description, for one reason or another, is subject to external agreement with stakeholders, including in order to assess the validity of the content of the project, its compliance with legislation, regulations and management decisions taken earlier by the relevant organizations (governing bodies (authorities)).

The approval stamp of the document includes the word AGREED (without quotes, in capital letters), the name of the position of the person with whom the agreement is being made, including the name of the organization whose interests this person is authorized to represent, his signature, and the date of approval. If the interested parties have objections to the content of the draft job description, the approval stamp of the document is not signed until this issue is settled between the organization-author (developer) and the organization with which the agreement is being made.

The stamp of approval of the document is located one or two lines below the last line of the requisite "Signature". In some cases (for example, if it is necessary to simultaneously coordinate a significant number of documents of the same type, combined into one documentation package), it is allowed to draw up details on a separate sheet - the so-called approval sheet.

In such a case, on the draft document, immediately before the requisite "Signature" (in a free space), the following is indicated: "Agreement sheet is attached." The completed approval sheet is signed and dated by an authorized official of the organization - the author (developer) of the document, after which it is attached to the draft document and, together with the latter, is submitted for signature.

The approval visa of the document includes the title of the position of the person with whom the approval is made, including the name of the structural unit, its signature, and the date of approval. If the interested parties have objections (comments, suggestions, etc.) on the content of the draft job description (in general or its individual provisions), an appropriate note is made about this.

The approval visa of the document is located one or two lines below the last line of the "Varition approval" requisite, and in its absence - below the last line of the "Signature" requisite.

In large organizations with extensive organizational structures, draft documents of the organization, as a rule, are sent for internal approval to officials of the financial, economic and other services, the lawyer of the organization, as well as the deputy head of the organization, who is in charge of the issue (direction) of activities affected by the content of the project document. Comments (proposals) to the draft document can be submitted by interested parties on separate sheets attached to the draft document and previously signed and dated by the relevant officials of the organization.

Due to the fact that the job description is an internal organizational and regulatory document of the organization, the original (first copy) of which is used exclusively in the organization, in accordance with GOST R 6.30-2003, approval visas are allowed at the bottom of the reverse side of the last sheet of the original document. In addition, at the discretion of the organization, sheet-by-sheet approval of the document is allowed.

A mark on the certification of a copy of the document is issued only on copies of job descriptions. The requisite includes the certification inscription "True", the name of the position of the person who certified the copy, his signature, and the date of certification. The use of a seal impression to certify copies of documents is allowed at the discretion of the organization. The mark about the executor includes the initials and surname of the executor of the document, as well as a telephone number by which he can be contacted if necessary. The note about the performer is located on the front or back of the last sheet of the document in the lower left corner.

The identifier of the electronic copy of the document includes the name of the file on the machine medium, as well as the date and other search data set in the organization. The ID of the electronic copy of the document is located in the lower left corner of each page of the document, for example:

Sekretar:\\E:\General Documents\Job Descriptions\\Sales Manager. rtf.

General procedure for preparing job descriptions

Depending on the complexity and size of the organization, the development of job descriptions is usually carried out by the heads of personnel services or direct supervisors, in whose subordination is the described position. Typically, the task of preparing job descriptions arises in the following situations:

When creating a new organization, branch or division;

When a new position is introduced in an organization, for example, in connection with the entry into force of changes to the organization's staffing table;

When changing the labor function previously entrusted to one of the employees of the organization or other essential conditions of the employment contract, for example, in connection with the expansion of the employee's powers in the process of developing the organization or as a result of the redistribution of the powers of one employee among several.

The technology for preparing job descriptions, based on GOST R6.30-2003, is described in most detail, for example, in the reference book by Yu. M. Mikhailov "How to correctly and quickly develop job descriptions." A summary of this technology can be given in the form of the following sequence of actions:

Preparation of a preliminary version of the text of the job description based on the requirements of the immediate supervisor and the Qualification Handbook of employee positions;

Coordination of the draft job description with the heads of departments, interaction with which will be entrusted to the employee, and with the immediate supervisor of the employee;

Making changes and issuing the final version of the job description;

Approval of the job description by the head of the enterprise or its sole executive body and registration of the approved job description;

Transfer of the job description to employees, interaction with whom is provided for the position that is the subject of this instruction;

Familiarization directly with the employee starting work in the position described.

In cases where the job description is developed or changed in relation to an employee already holding this position, these changes must be agreed with him. If he disagrees with these changes, it is necessary to be guided by the provisions of the Labor Code on the procedure for making significant changes to the employment contract with the employee.

Organization of work with job descriptions

For the proper performance of the assigned duties, the employees of the enterprise in accordance with Art. 68 of the Labor Code of the Russian Federation, the employer must be familiarized with the job description, since it is the current local regulatory act related to the employee's labor function.

Familiarization of the employee with the content of the job description can be organized by the employer or his authorized representative (head of personnel department, immediate supervisor, etc.) both on an individual basis and in the course of professional training together with other employees. The fact that the employee has familiarized himself with the content of the job description must be documented by the employee's signature directly on the job description stored in the employee's file, or, if the job description is intended to regulate the daily activities of a whole category of employees, on the familiarization sheet.

Important in working with job descriptions is the fact that they are not developed for a single review and subsequent storage (although this is the most common attitude to job descriptions). The developed job descriptions are a real management tool, and, like any management tool, they should:

Really used in the work of the organization, that is, the activities of employees with a certain frequency should be monitored for the performance of their labor functions assigned to them by the job description;

Constantly improve and refine along with changes in business processes, organizational structure, external environment, etc.;

Should be available to the heads of departments and employees so that, for example, a newly hired employee is familiarized not only with the job duties and his rights directly in his position, but also with the duties and rights arising in relation to his position from other employees of the enterprise.

One of the forms of control of employees' knowledge of their duties and compliance with the position held is the certification of personnel.

Certification is a test of knowledge, skills, theoretical and practical, and competencies of an employee's skills for compliance with the qualification requirements set out in his job description. Certification also includes a detailed review of the results of the worker's work. The result of the certification should be an objective assessment of the employee's business qualities that does not depend in any way on the opinion of the authorities.

Since the certification procedure itself causes a lot of conflicts in almost any work collective, special provisions on the certification procedure have been approved in a number of industries. They concern civil servants, university professors and researchers, employees of financial structures, law enforcement agencies and some other categories. Attestation provisions are also the norm for medium and large organizations. In most cases, if there is a collective agreement and (or) a trade union organization, the position on attestation is subject to agreement with the labor collective or a representative of the trade union.

There is no single legislative act regulating the certification procedure. At enterprises subordinate to state bodies, the attestation provisions apply to the entire industry and are put into effect by orders of ministers and heads of state committees. In commercial organizations, provisions on certification are developed in personnel services. It is worth noting that pregnant women, young professionals, employees who have not had time to work in this organization for one year are not subject to certification.

The certification procedure is considered to be observed if the employee is warned in advance about the upcoming test and about the criteria for assessing his competencies. Certification is carried out by the certification commission, voting must take place in the absence of the employee. In accordance with the requirements h. 3 Article. 82 of the Labor Code of the Russian Federation during certification, which may serve as the basis for the dismissal of employees in accordance with paragraphs. "b" p. 3 h. 1 art. 81 of the Labor Code of the Russian Federation, a representative of the relevant elected trade union body (if any) is included in the attestation commission without fail.

Certification should be regular, carried out periodically, and not episodically due to the fact that the employer decided to dismiss the employee due to inconsistency with the position held. But even if the employee receives a negative conclusion from the certification commission and is fired under paragraphs. "b" p. 3 h. 1 art. 81 of the Labor Code of the Russian Federation, this does not mean at all that he will not be able to achieve reinstatement at work. Often, employees dispute everything from beginning to end - the procedure for the formation and work of the certification commission, compliance with the rules for conducting certification, the job description and its objectivity, and finally, the very decision of the commission. In this case, employees refer to a biased attitude, arguing that the real reason for not passing certification is a conflict with the employer.

Job description of the chief accountant

__________________________

[Name of company]

JOB DESCRIPTION

APPROVE

[Position name] [Organization name]

_______________ (___ [FULL NAME.] ______)

Chief Accountant

1. GENERAL PROVISIONS

1.1. This job description defines the functional duties, rights and responsibilities of the chief accountant [name of organization in the genitive case] (hereinafter referred to as the Company).

1.2. The chief accountant is appointed to the position and dismissed from the position in accordance with the procedure established by the current labor legislation by order of the head of the Company.

1.3. The Chief Accountant reports directly to [name of position of immediate supervisor in the dative case] of the Company.

1.4. The chief accountant belongs to the category of managers and is subordinate to: an accountant, an accountant-cashier.

1.5. A person who has a higher professional (economic or engineering) education and at least 3 years of experience in accounting and financial work, including in managerial positions, is appointed to the position of chief accountant.

1.6. In his activities, the chief accountant is guided by:

The legislation of the Russian Federation, including financial, tax and economic legislation, regulatory and methodological documents on the organization of accounting and reporting, economic and financial activities of the organization; provisions and instructions for the organization of accounting, rules for its maintenance;

Local regulatory documents regulating the work of the Company;

Business plan of the Company;

Labor regulations (staff regulations);

Orders and instructions of the General Director of the Company;

This job description.

1.7. The chief accountant must know:

Accounting legislation;

Fundamentals of civil law;

Financial, tax and economic legislation;

Regulatory and methodological documents on the organization of accounting and reporting, economic and financial activities of the organization;

Regulations and instructions for the organization of accounting, rules for its maintenance;

Profile, specialization and structure of the organization, strategy and prospects for its development;

Tax, statistical and management accounting;

The procedure for registration of accounting operations and organization of document flow for accounting areas, write-offs from accounting accounts of shortages, receivables and other losses, acceptance, posting, storage and expenditure of funds, inventory and other valuables, conducting audits;

Forms and procedure for financial settlements;

Terms of taxation of legal entities and individuals;

Rules for conducting inventories of cash, inventory items, settlements with debtors and creditors, conducting inspections and documentary audits;

The procedure and terms for compiling balance sheets and reporting; modern reference and information systems in the field of accounting and financial management;

Methods for analyzing the financial and economic activities of the organization;

Rules for the storage of accounting documents and information protection;

Advanced domestic and foreign experience in organizing accounting;

Economics, organization of production, labor and management;

labor legislation; labor protection rules;

List of enterprise services;

Rules and procedure for working on a computer, with MS Office programs, with specialized accounting programs and legal systems;

Internal labor regulations.

1.8. During the absence of the chief accountant (vacation, illness, etc.), his duties are performed by a person appointed in the prescribed manner. This person acquires the appropriate rights and is responsible for the proper performance of the duties assigned to him.

2. FUNCTIONAL RESPONSIBILITIES

The chief accountant is obliged to perform the following labor functions:

2.1. Perform work on setting up and maintaining accounting records of the organization in order to obtain complete and reliable information about its financial and economic activities and financial position by interested internal and external users.

2.2. To form, in accordance with the legislation on accounting, an accounting policy based on the specifics of business conditions, structure, size, industry affiliation and other features of the organization's activities, which allows timely receipt of information for planning, analysis, control, assessment of the financial position and results of the organization's activities.

2.3. Organize the preparation and approve the working chart of accounts of accounting, containing synthetic and analytical accounts, forms of primary accounting documents used for registration of business transactions, forms of internal financial statements.

2.4. Ensure the procedure for conducting an inventory and valuation of property and liabilities, documentary evidence of their availability, compilation and valuation.

2.5. Ensure systematic internal control over the correctness of registration of business transactions, compliance with the procedure for document circulation, technology for processing accounting information and its protection from unauthorized access.

2.6. Manage the formation of an information system for accounting and reporting in accordance with the requirements of accounting, tax, statistical and management accounting, ensure the provision of the necessary accounting information to internal and external users.

2.7. Organize work on maintaining accounting registers based on the use of modern information technologies, progressive forms and methods of accounting and control, execution of cost estimates, accounting of property, liabilities, fixed assets, inventories, cash, financial, settlement and credit operations, costs production and circulation, sale of products, performance of works (services), financial results of the Company's activities.

2.8. Ensure timely and accurate reflection of business transactions, movement of assets, formation of income and expenses, fulfillment of obligations on the accounting accounts.

2.9. Ensure control over compliance with the procedure for issuing primary accounting documents.

2.10. Organize information support for management accounting, accounting for production costs, compiling cost estimates for products (works, services), accounting for responsibility centers and activity segments, and formation of internal management reporting.

2.11. Ensure the timely transfer of taxes and fees to the federal, regional and local budgets, insurance premiums to state extra-budgetary social funds, payments to credit institutions, funds for financing capital investments, repayment of loan debts.

2.12. Ensure control over the spending of the wage fund, the organization and correctness of calculations for the remuneration of employees, inventory, accounting procedures, reporting, as well as documentary audits in the organization's divisions.

2.13. Conduct financial analysis and formation of tax policy based on accounting and reporting data.

2.14. Prepare proposals aimed at improving the financial performance of the organization, eliminating losses and unproductive costs.

2.15. Ensure compliance with financial and cash discipline, cost estimates, the legality of write-offs from accounting accounts of shortages, receivables and other losses.

2.16. Control the execution of documents on shortages, illegal spending of funds and inventory items, control the transfer, if necessary, of these materials to the investigative and judicial authorities.

2.17. Ensure the preparation of a report on the execution of budgets of funds and cost estimates, the preparation of the necessary accounting and statistical reporting, and their submission in the prescribed manner to the relevant authorities.

2.18. Ensure the safety of accounting documents and their delivery in the prescribed manner to the archive.

2.19. Supervise accounting staff, organize work to improve their qualifications.

2.20. Work with the bank, carry out cash and non-cash payments.

2.21. Coordinate work on social and medical insurance.

2.22. Comply with internal labor regulations.

2.23. Observe labor discipline and ensure compliance with labor discipline by employees of subordinate services.

2.24. Comply with the requirements for labor protection and ensuring labor safety and ensure compliance with such requirements by employees of subordinate services.

2.25. Comply with fire safety requirements and ensure compliance with such requirements by employees of subordinate services.

2.26. Take care of the property of the employer and other employees.

2.27. Immediately inform the employer about the occurrence of a situation that poses a threat to the life and health of people, the safety of the property of the employer; organize the evacuation of employees of subordinate services in the event of such situations.

In case of official necessity, the chief accountant may be involved in the performance of his duties overtime in the manner prescribed by the provisions of federal labor legislation.

The chief accountant has the right:

3.1. Get acquainted with the draft decisions of the General Director of the Company concerning its activities.

3.2. Submit for consideration by the General Director of the Company proposals for improving the activities of subordinate units and interaction with related units.

3.3. To interact with the heads of all structural divisions of the Company.

3.4. Request personally or on behalf of the General Director from the heads of departments and specialists of the enterprise information and documents necessary for the performance of his duties.

3.5. Sign and endorse documents within their competence.

3.6. Submit for consideration by the General Director of the Company representations on the appointment, transfer and dismissal of employees of subordinate units; proposals for their promotion or for the imposition of penalties on them.

3.7. Enjoy other rights established by the Labor Code of the Russian Federation and other legislative acts of the Russian Federation.

4. RESPONSIBILITY AND PERFORMANCE EVALUATION

4.1 The Chief Accountant bears administrative, disciplinary and material (and in some cases provided for by the legislation of the Russian Federation, and criminal) responsibility for:

4.1.1. Non-fulfillment or improper fulfillment of official instructions of the immediate supervisor.

4.1.2. Failure to perform or improper performance of their labor functions and assigned tasks.

4.1.3. Unlawful use of the granted official powers, as well as their use for personal purposes.

4.1.4. Inaccurate information about the status of the work entrusted to him.

4.1.5. Failure to take measures to suppress the identified violations of safety regulations, fire and other rules that pose a threat to the activities of the enterprise and its employees.

4.1.6. Failure to comply with labor discipline.

4.1.7. Offenses committed in the course of carrying out their activities within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

4.1.8. Causing material damage and (or) losses to the enterprise or third parties associated with the action or inaction during the performance of official duties.

4.2. Evaluation of the work of the chief accountant is carried out:

4.2.1. Direct supervisor - regularly in the course of the daily implementation by the employee of his labor functions.

4.2.2. Attestation Commission of the enterprise - periodically, but at least once every two years based on the documented results of the work for the evaluation period.

4.3. The main criteria for evaluating the work of the chief accountant are the quality, completeness and timeliness of his performance of the tasks provided for by this instruction.

5. RIGHT OF SIGNATURE

5.1. To ensure his activities, the chief accountant is granted the right to sign organizational and administrative documents on issues that are part of his functional duties.

Familiarized with the instructions _________ (____________) "___" _______ 20__

(signature)

P. Govorov

Journal Expert

Signed for print

• HR records management

Keywords:

1 -1

This document refers to the internal mandatory acts regulating the activities of the enterprise. Such instructions usually regulate the features of management, reporting, ensuring and coordinating the activities of employees. Therefore, one should not forget about the general job description rules.

Peculiarities

Modern office work requires the preparation of consistent and consistent local acts. They are designed to achieve three goals:

1. create an organizational and legal basis for employees;
2. increase the level of responsibility;
3. increase labor productivity.

Each sample drafting job description has its own nuances. At the same time, the law does not establish any uniform rules.

This legal act should successfully fulfill the following tasks:

• rationally distribute duties between employees, taking into account their level of qualification, knowledge, labor productivity and other characteristics;
• ensure timely control over the quality of performance of labor duties;
• determine the rights of all parties;
• give specific criteria for assessing the quality of work.

Job descriptions are usually developed by the heads of structural divisions of the company based on the functions performed by the employee and the internal rules of the company.

Job description requirements

The document in question is a local regulatory legal act, therefore it has its own specifics. It is issued in three copies:

• 1st - transferred to an employee of the personnel department and attached to the staffing table;
• 2nd - remains with the head of the structural unit, since it is his responsibility to control the quality of work;
• 3rd - give to the employee of the organization for whom the job description is intended.

The job description can act as an annex to the employment contract or be published separately. If necessary, the content will be agreed with the trade union.

Here are the main requirements that you need to consider in the process of drafting the text:

• unambiguity - information should be presented in such a way that there are no ambiguous interpretations;
• information capacity;
• persuasiveness - phrases must be convincing and logically justified;
• coverage of all major issues related to the activities of the employee.

What to include in a job description

According to generally accepted formats, the document should disclose all issues that relate to the work of an employee. When preparing the content, we recommend that you be guided by the Decree of the Ministry of Labor No. 37. This is a Qualification Directory of positions containing common characteristics for all of them. The text only needs to be adapted for a specific organization.

How to write a job description: stages

Depending on the complexity of the document, it can be drawn up by the heads of departments or directly by the heads of organizations. This procedure may be required:

1. if a new branch or division is opened;
2. when introducing a new position;
3. when changing job functions.

Based on the rules established by state standards, the following details should be present in the [instruction]:

• the name of the enterprise - indicate in full in accordance with the constituent documents;
• date of approval;
• registration extension number;
• a stamp that gives legal significance;
• a mark on the presence of an application - put in the presence of such a condition in it, when the job description is an annex to individual administrative documents;
• manager's visa - includes the position and name of the department of the enterprise. It is located below the signature.

At the first stage of document execution, a preliminary version of the content is prepared, taking into account.

We offer you a fragment of the book “Enterprise Personnel. 300 samples of job descriptions”, authors-compilers Shchur D.L. and Trukhanovich L.V. The collection is intended for heads of enterprises, managers, employees of personnel services, legal advisers for use in developing job descriptions for employees and solving other personnel issues. The fragment is published with the permission of the Delo i Service publishing house.

BASIC REQUIREMENTS FOR WORK INSTRUCTIONS

1. The concept of “job description”

A job description is an organizational and legal document that defines the main functions, duties, rights and responsibilities of an employee of an organization in the exercise of his activities in a certain position. It is compiled for each full-time position of the organization, is impersonal in nature and is announced to the employee against receipt when concluding an employment contract (including when moving to another position and when temporarily performing duties in a position).

Unfortunately, we have to state that at present in many organizations and enterprises (mostly non-state) there is no practice of developing and introducing job descriptions. Meanwhile, their introduction achieves a number of goals (see diagram).

basis for the development of job descriptions are the qualification characteristics (requirements) for the positions of employees, approved by the Ministry of Labor and Social Development of the Russian Federation.

The main legal document containing qualification characteristics is the Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37 “Qualification Guide for the Positions of Managers, Specialists and Other Employees”. This directory contains the qualification characteristics of mass positions, general for all sectors of the economy. Taking into account the specifics of individual industries, characteristics have been developed for positions that are unique to them. The relevant qualification characteristics are approved by the federal executive authorities and coordinated with the Ministry of Labor and Social Development. Thus, the Ministry of Railways of the Russian Federation approved “Qualification characteristics and categories of remuneration for positions of managers, specialists and employees according to the industry tariff scale” (Instruction No. A-914u of October 18, 1996); Ministry of General and Vocational Education of the Russian Federation - "Tariff and qualification characteristics (requirements) for the positions of employees of educational institutions" (Order No. 463 of August 31, 1995).

Qualification characteristics for each position consist of three sections:

1. "Responsibilities". This section contains the main functions that can be entrusted in whole or in part to the employee holding this position, taking into account the technological homogeneity and interconnectedness of work, allowing for optimal specialization of employees.

2. "Must know." This section lists the main requirements for an employee with regard to special knowledge, as well as knowledge:

• legislative acts, regulations, instructions, other governing and normative documents;
• methods and means that the employee must be able to apply in the performance of official duties.

3. “Qualification requirements”. This section defines:

• the level of professional training of the employee necessary to perform the prescribed job duties;
• work experience requirements.

These sections serve as the basis for the development of job descriptions for employees.

Meanwhile, in the generally accepted job description scheme, there are two important separate sections - “Employee's Rights” and “Employee's Responsibility”. However, rights are directly related to duties, and liability is a consequence of non-performance or improper performance of duties.

The qualification characteristics present the most characteristic work for a particular position, therefore, when developing job descriptions, it is allowed to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions. At the same time, the requirements for the necessary special training of employees are determined.

There are two groups of requirements for the job description:

• in design and content;
• by the location of the props.

Both groups are contained in GOST R 6. 30-97 “Unified Documentation Systems. Unified system of organizational and administrative documentation. Requirements for paperwork” (Gosstandart Resolution No. 273 of July 31, 1997), which came into force on July 1, 1998.

2. Requirements for the design and content of the job description

job description template

(1) Organization name

Organization- a legal entity that has separate property in ownership, economic management or operational management and is liable for its obligations with this property, can acquire and exercise property and personal non-property rights on its own behalf, incur obligations, be a plaintiff and defendant in court, and also has independent balance sheet and estimate and registered with the state justice authorities in the prescribed manner.

The names of organizations of the subjects of the Russian Federation, which, along with the Russian language as the state national language, are printed in two languages ​​- Russian and national.

The abbreviated name of the organization is given in cases where it is enshrined in the constituent documents of the organization, and placed (in brackets) below the full name.

The name in a foreign language is reproduced in cases where it is enshrined in the charter (regulations on the organization), and it is placed below the name in Russian.

The name of a separate structural unit of the organization (branch, representative office, etc.) is indicated if it is the author of the document, and is placed below the name of the organization. Some explanation is needed here.

According to Art. 55 of the Civil Code of the Russian Federation, branch is an isolated a subdivision of a legal entity located outside its location and performing all or part of its functions, including the functions of a representative office.

The same article of the Civil Code of the Russian Federation contains the following definition of representation: “ representation is an isolated subdivision of a legal entity, located outside its location, which represents the interests of the legal entity and protects them”.

Structural division of the organization- an officially designated management body of a part of the organization with independent functions, tasks and responsibility for the implementation of the tasks assigned to it. It can be both isolated and non-isolated, i.e. not possessing the full characteristics of the organization (internal).

This edition deals with units of the second type. As a rule, they are the result of structuring the organization into separate elements according to the principle of separation of tasks and functions.

Structural divisions include:

• management;
• branches;
• departments;
• services;
• the Bureau;
• workshops;
• laboratories;
• sectors.

In general, the structure of a production organization can be expressed in the following diagram.

Along with the above, other independent units can be formed - the documentation support service, the security service, and others.

Independent divisions, in turn, can be divided into smaller structural units.

For example:

1. General accounting of the organization. This is a unit that manages accounting, reporting procedures and the organization of control and audit work in the organization.

This division is headed by the chief accountant.

The main accounting department of an organization can be divided into departments (sectors, groups):

• accounting methodology;
• consolidated financial statements and analysis;
• financial control.

Structuring of the main accounting can be done for other reasons, for example:

• sector for accounting of fixed assets and low-value items;
• production cost accounting sector;
• sector for accounting for finished products and their sale.

2. Financial department. The main functions of this division are the development of financial plans, investment projects, ensuring their implementation; definition of credit relationships; ensuring the effective use of fixed assets and working resources of the organization.

The finance department can be structured into units such as:

• Bureau of Financing Operating Expenses, Methodology and Taxation;
• investment financing and lending bureau;
• bureau of securities and analysis.

3. Personnel department. This division faces the following tasks: organization of work on the selection, placement and use of workers and employees; personnel records management; creation of a personnel reserve; development and implementation of measures to improve the skills of personnel; staff turnover analysis, etc.

The personnel department can be divided into services (sectors):

• admission and dismissal;
• accounting;
• organization personnel management.

4. Office. The main tasks of the office are the organization and management of office work in the organization. This division may also be called the documentation department. The office may include:

• bureau of incoming correspondence;
• bureau of outgoing correspondence;
• expedition bureau;
• bureau of control over execution of documents;
• document registration office;
• typewriting bureau;
• copying and reproduction office;
• secretariat.

Perhaps the difference between the department of documentation support and the office is that, as a rule, in the organization where the department is created, the archive is included in its structure, and when the office is created, the archive is formed as an independent structural unit. In the event that the archive is a separate structural unit, it may include a copying and duplicating, typing bureau, documentation accounting bureau, etc. In turn, a copying and duplicating bureau can also be an independent structural unit.

The office or department of documentation support may not be subject to “splitting”, and the functions of these departments will be performed by separate specialists - a specialist in incoming correspondence, a specialist in document registration, etc. To develop job descriptions for these employees, the job descriptions of the heads of the expedition bureau, the bureau of incoming and outgoing documentation, the bureau for monitoring the execution of documents, etc.

5. Economic department. The main tasks of this structural unit are:

• economic service of the organization;
• maintenance of buildings and structures of the organization in proper condition.

The economic department can be structured on such a basis as the management of the structural divisions of the organization, for example, the management of the engineering corps, etc. Depending on the scope of tasks and the size of the organization, the economic department may include services and individual specialists responsible for:

• internal and external cleaning;
• accounting;
• material supply;
• repair; etc.

(2) Approval stamp

The head of the enterprise approves the job description. The approval of his instructions is carried out by the management body of the organization (owner). The head of the structural unit approves the job description if it is within his competence and indicated in his job description and labor contract.

The document approval stamp must consist of:

1. the words I APPROVE (without quotes);
2. job title of the person approving the document;
3. signatures, initials, surnames of the official;
4. approval date.

For example:

APPROVED General Director of Elbrus LLC

Personal signature A.V. Nikolaev 05.09.99

The job description comes into force from the moment of its approval and is valid until it is replaced by a new job description.

(3) Job Title

The names of the positions of employees, as a general rule, must comply with the All-Russian Classifier of Professions of Workers, Positions of Employees and Wage Categories (OK 016-94), adopted and put into effect by the Decree of the State Standard of Russia of December 26, 1994 No. 367. However, the names of positions are gradually coming into circulation, borrowed from foreign languages, for example, realtor (eng. realter), broker (German. Makler), logistics (gr. logistics), etc. Some of them are so specific to a certain sector of the economy that qualification characteristics have yet to be introduced for them, and some have quite specific names in the All-Russian classifier, in particular, a realtor is a real estate agent. Currently, when compiling job descriptions for such positions, special departmental regulatory documents are used.

It should also be noted that the legal documents of labor legislation contain recommendations for determining job titles in accordance with the qualification characteristics of employee positions, which, in turn, contain job titles in accordance with the All-Russian Classifier of Worker Professions, positions of employees and wage categories. Such recommendations are due to the fact that a certain regulation of job titles is due to the mechanism for creating guarantees for the social protection of workers when resolving issues of remuneration, benefits and compensation in connection with working conditions, conditions for pensions, etc.

All job titles correspond to one of the categories: managers, specialists and other employees (technical performers).

The assignment of employees to categories is carried out depending on the nature of the predominantly performed work that makes up the content of the worker's work (organizational-administrative, analytical-constructive, information-technical). Consider these categories:

1. Leaders

This group includes:

but) Head of an organization (enterprise, institution)- a person exercising direct management of an organization (enterprise, institution).

b) Leading employees of the organization (enterprises, institutions)- persons appointed in the prescribed manner as deputy heads of the organization, with certain administrative functions and areas of work, having the right, within their powers, to act on behalf of the organization, to represent its interests in any instances, including judicial ones (vice president, technical director , deputy director, etc.).

in) Head of structural unit- a person who has concluded an employment agreement (contract) with the head of the organization or appointed by the latter to manage the activities of the structural unit (head, foreman, manager, etc.), and his deputies.

The titles of the positions of managers can be as follows:

• director;
• supervisor;
• Chief;
• manager.

They can also be derived from the names of specialists:

• chief physician;
• Chief Editor;
• Chief Accountant.

2. Specialists

This group includes persons with special knowledge, skills, experience in a particular sector of the economy, who have received a specialty in higher (higher-level specialists) or secondary education (middle-level specialists), confirmed by the assignment of the qualification “certified specialist” to the person. Specialists perform work that requires a certain qualification.

The group of job titles corresponding to the category “Specialists” includes, for example:

• administrator;
• programmer;
• inspector;
• painter.

3. Other employees

This group is formed by employees who perform regulated and methodically developed, periodically recurring work related to the activities of the relevant structural unit, under the control of the immediate supervisor - technical performers. As a rule, the requirements for their qualifications are reduced to primary vocational education or secondary (complete) general education and special training according to an established program without presenting requirements for work experience.

Examples of job titles included in the category “Other employees” include the following:

• agent;
• Secretary;
• forwarder;
• clerk.

With regard to job titles, it should also be added that the names of managers and specialists can be provided with derivative job designations. This:

1. Vice-.
2. First Deputy Head.
3. Deputy.
4. Main.
5. Leading.
6. Older.
7. Younger.
8. Removable.
9. First.
10. Second.
11. The third.
12. Fourth.
13. Assistant Manager and Specialist.
14. Major assistant.
15. First Assistant.
16. Second assistant.
17. Third assistant.
18. Fourth assistant.
19. Fifth assistant.
20. Replacement assistant.
21. Group.
22. Brigade.
23. District.
24. Precinct.
25. Mountain.

Let's explain some of them:

Vice-(from Latin vice - instead of, like) - a particle added at the beginning of a word to designate a deputy of a major official, a representative of power. As a rule, "vice" has the task of designating the "second" person in the organization, who is immediate deputy, assistant to the head for all (separate) parts of management and temporarily takes the place of the head during his absence and illness. As a rule, the use of job titles with a vice-particle is typical for large corporations (bank vice-president) and for government bodies (lieutenant governor, vice-mayor, vice-premier).

Deputy Head- a person who performs the official duties of the head during his vacation, illness, absence, dismissal, but at the same time, without the need for replacement, performs certain work to manage the organization or ensure the activities of the organization. The job description of the deputy should define the responsibility for substitution. It should be noted that the duties of deputies, the requirements for their knowledge and qualifications are determined on the basis of the qualification characteristics of the respective managers.

Assistant Manager and Specialist. Often "assistant" and "deputy" are considered as synonyms. Nevertheless, there are differences - already in the interpretation of the word "assistant" - (a person helping, facilitating), the circle of duties is outlined. These are the responsibilities:

• general – performance of work on behalf of a manager or specialist (for example, an assistant to a legal adviser, on behalf of a legal adviser, can prepare a list of legal documents on a given topic; perform small-scale work to control the state of affairs in state registration bodies of legal entities, etc.);
• of a certain nature - the performance of both part of the work assigned to the head or specialist and individual official assignments .

The duties of an assistant do not include replacing the head during illness, vacation, illness. The exception is those cases when the head does not have a deputy, and then the assistant can be appointed by a separate order as a temporary substitute.

It should be borne in mind that the qualification requirements for a deputy head and assistant head can also vary significantly. For example, persons with higher professional education in economic specialty can be appointed to the positions of deputy heads of financial departments, and persons who are still studying in educational institutions of higher professional education in economic specialty (last courses) can be appointed to the position of his assistant.

The positions of deputy and assistant have differences in pay. Thus, official salaries of deputy heads of non-governmental organizations, as a rule, are set at 5-15 percent, and assistants - 30-50 percent lower than the official salaries of the respective heads.

"Main"- official title, established by the positions of chief specialists (chief engineers, chief accountants, etc.) for their possible introduction in large organizations, with the assignment to the relevant employees of the functions of a manager and responsible executor of work in one of the areas of activity of the institution, as well as for coordination and methodological guidance of groups of specialists.

"Older"- official name, established on the condition that the employee, along with the performance of the duties provided for by the position held, manages the employees subordinate to him. The official title “senior” can also be established for an employee as an exception and in the absence of employees directly subordinate to him, if he is assigned the functions of managing an independent work area (if it is not advisable to create a separate structural unit).

For positions of employees for which qualification categories are established, the official title “senior” is not applied. In these cases, the functions of managing subordinate performers are assigned to a specialist of a higher qualification category. Recall that qualification category- the level of qualification, professionalism and labor productivity that meets the regulatory criteria, providing the employee with the opportunity to solve professional problems of a certain degree of complexity.

Job Title Establishment "leading" is carried out in those cases when a specialist is entrusted with the functions of a manager and a responsible executor of work in one of the areas of activity of an organization or its structural unit, or responsibilities for coordination and methodological leadership of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational and technical conditions.

JOB DESCRIPTION
purchasing agent

JOB DESCRIPTION
Head of Logistics Department

JOB DESCRIPTION
administrator

JOB DESCRIPTION
secretary

JOB DESCRIPTION
legal assistant

If the content of work at the workplace provides for those that correspond to the characteristics of work from two or more positions provided for by the qualification characteristics of positions of employees and the All-Russian Classifier of Professions of Workers, Positions of Employees and Wage Categories, then the name of the position for which the employee is accepted is recommended to be determined by position with the largest share in the volume of work envisaged ...

This section indicates:

1. Position category. It is determined in accordance with the All-Russian classifier of professions for workers, positions of employees and wage categories (OK 016-94) - manager, specialist, technical contractor.

2. Qualification requirements for an employee in accordance with his specific position. This item is developed on the basis of the provisions of the “qualification requirements” section of the qualification characteristics for the positions of employees . However, in the general provisions of the Qualification Directory for the positions of managers, specialists and other employees (Decree of the Ministry of Labor and Social Development of the Russian Federation of August 21, 1998 No. 37) it is determined that persons who do not have special training or work experience established in the qualification requirements, but who have sufficient practical experience and performing their official duties qualitatively and in full, on the recommendation of the attestation commission, as an exception, can be appointed to the relevant positions in the same way as persons with special training and work experience.

In the characteristics of the positions of specialists, within the same position, without changing its name, intra-position categorization by remuneration is provided. Qualification categories for remuneration are established by the head of the organization. This takes into account:

• the degree of independence of the employee in the performance of official duties;
• responsibility for decisions made;
• attitude to work;
• efficiency and quality of work;
• professional knowledge;
• practical experience, determined by the length of service in the specialty;
• other factors.

3. Procedure for appointment and dismissal.

4. Fundamental organizational and legal documents on the basis of which the employee carries out official activities and exercises his powers.

The item is developed on the basis of the “must know” section of the qualification characteristics of the positions of employees.

5. The name of the officials to whom the employee is subordinate.

6. List of structural units and (or) individual employees directly subordinate to this employee in the service (if any). This item can be included in the section “Responsibilities”.

7. The procedure for replacing an employee and performing official duties in the event of his temporary absence.

Paragraphs 3, 5 - 7 are developed on the basis of the provisions on the structural divisions of the organization, the provisions on personnel.

The section may include other requirements and provisions that specify and clarify the status of the employee and the conditions of his activity.

This section indicates the duties of the employee, taking into account the tasks and functions of a particular structural unit of the organization, with a detailed description of the main directions of his official activities. In addition, the section may indicate the duties of the employee assigned to him in accordance with the established practice in this structural unit of the distribution of other duties performed by the unit by decision of the head of the organization.

This section of the job description is developed on the basis of the section “Job Responsibilities” of the qualification characteristics for the positions of employees.

If necessary, the job responsibilities contained in the qualification description for a particular position of an employee can be distributed among several performers. In the process of improving the organization of labor, introducing technical means, carrying out measures to increase the volume of work performed, reduce the number of personnel, it is possible to expand the range of duties of employees in comparison with the established corresponding qualification characteristics. In these cases, the employee may be entrusted with the performance of job duties stipulated by the qualification characteristics for other positions, related in content to work, equal in complexity, the performance of which does not require a different specialty, qualification, or change in job title.

Requirements for the qualification of an employee can also be set out in a separate section of the job description with the same name. It is also advisable to include in this section a provision on the performance of one-time official assignments.

This section provides a list of employee rights defined by law and internal documents of the organization.

The structure of the "Rights" section in the most general form can be as follows:

The employee has the right:

1. Get acquainted with the draft decisions of the head of the organization (structural unit) relating to the activities of the structural unit in which he performs his duties, or the area of ​​work performed by him.
2. To attend meetings, meetings of the organization (structural unit) on the activities of the organization (structural unit).
3. Participate in the discussion of issues related to their duties.
4. Submit proposals to the head of the organization (structural unit) to improve the activities of the organization (structural unit) and improve the methods of work of the team; comments on the activities of the structural unit; options for eliminating shortcomings in the activities of the organization (structural unit).
5. Interact with employees of all (individual) structural units.
6. Request personally or on behalf of the head of the organization (structural unit) from other structural units information and documents necessary for the performance of his official duties.
7. Involve specialists from all (individual) structural divisions in solving the tasks assigned to the structural division (if it is provided for by the regulations on structural divisions, if not, then with the permission of the head of the organization).
8. Sign and endorse documents within their competence.
9. Require the head of the organization (structural unit) to assist in the performance of the duties assigned to him, and in the exercise of the rights provided for in this job description.

This article may fix the right of an employee to career growth, participation in professional associations and other public organizations that are not prohibited by the legislation of the Russian Federation.

The job descriptions of the heads of structural divisions can be supplemented with the following items:

1. Act on behalf of the structural unit and represent its interests in relations with other structural units of the organization within its competence.
2. Submit to the head of the organization submissions on the appointment, relocation and dismissal of employees of the structural unit; proposals for their promotion or for the imposition of penalties on them.
3. Notify the heads of other structural divisions of the shortcomings identified in the departments entrusted to them.

Certain rights can be specified taking into account the specifics of the duties performed by the employee.

For example:

The chief accountant of the organization has the right:

3. Check in the structural divisions of the organization compliance with the established procedure for acceptance, posting, storage and expenditure of funds and inventory items.

However, we should not forget that often the concretization of rights leads to errors. So, the right of the chief accountant, set out in paragraph 3 of the above example, is rather his duty.

The provisions on interaction with structural divisions of the organization can be summarized in a separate section “Relationships”.

The structure of such a section, for example, could be as follows:

The head of the department of documentation support in the process of work interacts with:

1. With all the heads of structural divisions of the organization - on the issues of record keeping, organization of control and verification of execution, improvement of the style and methods of working with documents, preparation and presentation of materials necessary for management.
2. With the legal department - on legal issues related to the preparation of documents.
3. With the personnel department - on issues of selection, admission, dismissal, advanced training and placement of personnel of the department, documentation support.
4. With the department of logistics - on the provision of office equipment, forms of documents and stationery.

As a rule, the procedure for interaction between employees of structural divisions is determined by the Regulations on departments, services, and duplication in job descriptions is not necessary - a reference is enough. In the event that we are talking about the job description of an independent specialist (not included in the staff of any division), it is advisable to state in detail his relationship with divisions and individual specialists.

Here they indicate the degree of responsibility of the employee for non-compliance with his duties, as well as the requirements of the law. In this section of the job description, you can both limit yourself to general references to branches of law, and specify in which cases an employee (failure to perform or improper performance of specific job duties specified in the job description; allowance for specific violations of the law and the internal order of the organization) can be sanctioned .

For example:

The Chief Accountant is responsible for:

1. Untimely inspections and documentary audits in the structural units of the enterprise.
2. Violation of the deadlines for submitting quarterly and annual accounting reports and balance sheets to the relevant authorities.

As a rule, such a detailed regulation of the responsibility of an employee in the job description is due to the most common violations of specific provisions of the law, negligent attitude to individual duties. However, the main legal documents that a chief accountant of an organization should know and be guided by, for example, are the Law of the Russian Federation “On Accounting”, the Tax Code of the Russian Federation and other documents that provide for liability for specific offenses and failure to fulfill their duties as the main accountant. It is very difficult to list in the job description all the possible offenses characteristic of this area of ​​work in the financial and economic activities of the organization.

It seems that the development by lawyers of the organization of special tables, sets of extracts from the main legal acts on the responsibility of an employee and familiarizing him with them against receipt is more reasonable and effective. In the job description, it is possible to reflect the groups of offenses and the method of determining the measure of responsibility for their commission.

In the job descriptions of the heads of structural divisions, it is also advisable to include clauses on responsibility for incorrect attitude towards subordinates, and in the job descriptions of employees of divisions - clauses on violation of subordination.

The name, number and date of acceptance of the document are indicated.

For example (according to the job description of the chief accountant): "This job description has been developed in accordance with the Regulations on the chief accounting department of September 15, 1998 No. 1-41."

(9) Signature of the head of the structural unit

The job description, as a rule, is developed by the personnel service of the organization (department of organization and remuneration). However, it can be developed by other structural divisions.

In the event that the job description was drawn up by the personnel service, the signature of its head is affixed, and in the case of compilation by other structural divisions, their heads.

The composition of the requisite "Signature" includes:

1. the name of the position of the person who signed the document (full, if the document is not drawn up on the letterhead of the document, and abbreviated - on the document, drawn up on the letterhead);
2. personal signature;
3. signature decoding (initials, surname).

For example:

Head of Human Resources Personal signature: F. Karpov

(10) Harmonization

The job description is coordinated with the relevant legal departments (legal advisers) of the organization. If it is developed by the personnel department, it must also be agreed with the relevant structural unit or official in charge of the relevant area of ​​the organization's activities.

The document approval stamp consists of the word AGREED, the position of the person with whom the document is approved (including the name of the organization), personal signature, signature decoding (initials, surname) and the date of approval, for example:

AGREED Head of Legal Department

Personal signature T.F. Makarov 18.10.99

(11) Mark of familiarization with the job description

The requirements of the job description are mandatory for the employee from the moment he reads the instructions against receipt and until he is transferred to another position or dismissed, which is indicated by a note of familiarization in the job description itself. The agreed and approved instructions are numbered, laced, certified with the seal of the organization and stored in the personnel department of the organization in accordance with the established procedure for office work.

For current work, a certified copy is taken from the original job description, which is issued to the employee and head of the relevant structural unit of the organization. By decision of the head, a certified copy of the job description can be sent, if necessary, to other departments of the organization.